Yhtomit

Employment Law Report

Florzaireth Da Silva

HRM 531

March 14, 2017

Richard Dettilng

Employment Law Report

Coca Cola Company is a manufacturer, beverage retailer, and a marketer of non-beverage drinks and syrups. Although the company started with its flagship brand; Coca Cola, it has currently been able to offer more than five hundred brands across different global territories. Furthermore, the company has managed to acquire one of the top positions in the global arena as a beverage company. In order to acquire this position, the company has utilized various strategies to produce innumerable positive results and a consequent success. One of the most significant elements that have contributed to the success in Coca Cola Company is the human resource management department. The HRM department is fundamental for every business organization. Among the many functions of the human resource department is the management of the resources in an organization be it human, physical, monetary, or knowledge resources in order to establish an efficient and effective framework to perform organizational processes. With this in mind, the management of human capital in Coca Cola Company is discussed in detail in this paper. Additionally, the employment laws and Coca Cola Company complies to the laws is discussed.

Management of Human Capital

Human capital forms the framework of every organization. It is the people and not technology that create a company. For this reason, the development of a human resource department necessary for management of human capital is necessary. Particularly, in Coca Cola Company, human resource management of human capital is centered on the acquisition and the retention of highly skilled and knowledgeable employees. In this manner, the company is able to maintain its top position in the market. Markedly, various strategies are employed in order to retain skilled and knowledgeable employees in the company. First and foremost, the process of job analysis and design is conducted in a manner that the recruitment process centers on hiring employees with the required skills. Strategic planning is conducted in a way that the job descriptions resonate with the performance standards and technological changes in the environment. Additionally, the process of planning and forecasting is conducted in a manner that new recruits should resonate to the needs of the organization (Akhter, Rafique, Rafiq, Bano & Usman, 2016).

Most importantly, employees are considered to be assets of the company. Conducive conditions are therefore created whereby employees are provided with securities considering their employments. All forms of uncertainties about the future are in this manner eradicated. As a result, employees are able to perform their duties effectively without any forms of distractions of any nature. According to Akhter, Rafique, Rafiq, Bano & Usman (2016), the satisfaction of employees is also significant in the success of Coca Cola Company. Satisfaction of employees is achieved through strategies such as compensation benefits, employee health and benefits among others. Other than that, recreational benefits are provided to employees such as vocational trips. Performance appraisal is another strategy utilized by the human resource in Coca Cola Company in order to provide feedback on the performance and progress of employees. In this manner, necessary developments and corrections can be made.

Three Employment Laws and the Consequences of Non-Compliance

Employment laws also referred as labor laws provide a framework in which employers and workers relate in terms of their rights and duties. Consequently, the interests of both employers and workers are protected. Furthermore, employment laws ensure that workers are provided with fair and safe treatment in the workplace. There are many employment laws as provided in the federal and state constitutions. Identically, non-compliance to employment laws can lead to adverse consequences to an organization.

Workplace Health and Safety

As administered by the Occupational Safety and Health Administration, Workplace Health and Safety law entails the health and safety in organizations. All employers are expected to comply with the rules and regulations put forth by OSHA. Notably, it is the duty of employers to ensure that workplace conditions are of safe and free from any form of hazards. In order to ensure to ensure that organizations abide by this law, frequent inspections and investigations are conducted on organizations. Additionally, compliance assistance programs exist to assist organizations implement the above law. There are various consequences for non-compliance to the Workplace Health and Safety law. First, workers are put at the risk of injury, illness, or death. Secondly, litigation cases can occur that might cost a company considerable large amount of money.

Fair Labors Standards Act

Also known as the Wages and Hours Act, Fair Labors Standards Act is an employment law that supports the notion that workers have the right to be accorded with appropriate compensation for labor provided in an organization. There exists workers compensation program for each state whereby employees can extract information on compensation requirements. In the same manner, employers are expected to comply with the minimum wage and overtime requirements (Desseler, 2017). On the other hand, this law provides protection to whistleblowers against any form of retaliation on the part of employers. Still under this law are the provisions that limit child labor practices. In cases where a company does not abide to the provisions of this Act, litigation can occur which can cost a company large sum of money.

Civil Rights Act of 1964

Also referred as the Discrimination laws, Civil Rights Act of 1964 provides provisions against the discrimination of workers or seekers of employment based on different factors such as age, race, gender, religion, and disability among other factors. Furthermore the U.S Equal Employment Opportunity Commission (EEOC) provides discrimination laws for organization. In cases of non-compliance, a company can be imposed with fines and litigation issues. Non-compliance to this law can result to litigation issues for a company. On the other hand, the image and reputation of a company can be tampered (Dessler, 2017).

How to Structure Policies, Practices, or Culture to Ensure Compliance

As indicated above, there are various repercussions for non-compliance to the employment laws indicated above. Because of this, it is indispensable that Coca Cola Company and all other business organizations ensure maximum compliance to avoid the adverse consequences. In Coca Cola Company should ensure that all employees abide to the laws and behave ethically. When it comes to the hiring process, Coca Cola Company should establish standards that ensure new recruitments are hired according to their skills and qualifications. No other standards or discrimination criterion should be used to hire people. An ethics compliance program should similarly be implemented to ensure that all workers are provided with fair treatment in the workplace. In the same manner, the ethics compliance program should ensure that a provision is provided whereby reports can be made on any potential violations on the part of the company. The policies that govern Coca Cola Company should be directed at ensuring that all the employment laws and rules are followed the latter (Lay, Saunders, Lifshen, Breslin, Lamontagne, Tompa & Smith, 2017).

Overall, the human resource department is crucial in every organization. This department is mandated with various a duty among which is the management of a business resource to achieve organizational goals. Coca Cola Company is at the forefront with the management of human capital to ensure that highly skilled employees are acquired and retained. In addition to this, Coca Cola Company can establish various policies and programs that govern the processes in the company.

Reference

Akhter, N., Rafique, A., Rafiq, I., Bano, M., & Usman, M. (2016). Organization Structure and Firm Performance in Financial Development for Perspective in Coca Cola Beverages in Pakistan. International Review of Management and Business Research, 5(2), 494.

Bernhardt, A., Spiller, M. W., & Polson, D. (2013). All work and no pay: Violations of employment and labor laws in Chicago, Los Angeles and New York City. Social forces, 91(3), 725-746.

Dessler, G. (2017). Human Resource Management (5th ed.). Retrieved from https://phoenix.vitalsource.com/#/books/9781323435892/cfi/6/12!/[email protected]:0.

Lay, A. M., Saunders, R., Lifshen, M., Breslin, F. C., Lamontagne, A. D., Tompa, E., & Smith, P. M. (2017). The relationship between occupational health and safety vulnerability and workplace injury. Safety science, 94, 85-93.